Step 3: Training DeliveryTraining should be led by experienced and skilled facilitators. It is essential that training sessions be regarded with a sense of reward and value. | |
Again, this is a potentially huge topic which has a million different approaches and methods, but fundamentally they all say the same thing. Everybody is different, and facilitators need to cater for different learning and communication styles in how they deliver training. Consider asking for some 'Training Delivery' training if you or your knowledgeable trainers don't have much experience with it. Don't forget: Training is not telling! Nor is it the same as reading the manual! You have to think deeper than 'the manual', how can you best communicate the learning points? How do you make it interesting? Interaction with the learners is essential to know whether they are actually learning. As a trainer, you need to drop PowerPoint and ask questions instead, get them talking with each other, sharing their knowledge, allow them to figure things out for themselves. You can also provide them with exercises which get them to solve a problem or develop an outcome, get them to work in groups or individually, set them a quiz, have a discussion, allow them the opportunity to do things, and break them if feasible! Whatever you do, don't just turn up and talk at them for 2 hours! This is NOT training. You also need to consider room layout and equipment required, space and comfort, including allowing enough time for the training itself along with time for the trainees to absorb the training (see the next step). Comfort and coffee breaks are an essential ingredient in the learning process! Lastly, try to plan for unforeseen eventualities as much as possible and have backup plans (e.g. Have a printout of slides as a backup should the projector fail).
Next Step: Assess and Apply Learning >> |  |
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